The Equipped To Serve training manual is based on adult learning theory and an experiential learning model. To learn about experiential learning, click on the link in the grey navigation bar above. Whole sections in the Equipped To Serve Leader's Manual are devoted to these topics as well as approximately 30 experiential exercises that can be used throughout your basic and in-service trainings.

ETS Manuals, Power Point CD & Self Study Program

Volunteer Training Manual

Power Point Visuals for Classroom Training

Leader's Manual

Self Study Program

NEW!! Spanish Version of Equipped to Serve Training Manual

To order a preview copy of any the Equipped To Serve volunteer training materials go to Products & Services.

Active Learning

You cannot learn well unless you move into an active mode. You are passive when you sit listening to me talk; you are active when you ask me a question or when you tell me something. You're also active when you're silent if I ask you a question. Even if you don't answer that question, you're thinking and that is active. But, the real activity occurs if the trainees are actually taking part in the discussion and telling others what their experiences are. You have to involve the experience of discovery - encountering and experimenting with taking a risk and of even making mistakes.

Basic Volunteer Training is the most important component of your volunteer program. You owe it to your clients to equip volunteers for the work of this ministry. Your volunteers will stay over a longer period of time and be more effective in the counseling room if your spend the time, money and resources to train them well.

How many hours?

I have found that it is almost impossible to train volunteers in less than 24 hours, 18 hours being the bare minimum. No matter what training manual you use (and I have used several over the years) it is impossible to equip women to adequately do the work of this ministry in less than 18 to 24 hours. Trying to shorten the training, hoping to attract more volunteers, only brings on more problems later. Start out right. Don't expect volunteers to do a job that you have not adequately prepared them to do.

What about format?

I have tried many formats for training over the years. The format I like the best is to break the training up into 8, 3-hour sessions and have two sessions each week over four weeks. This allows for volunteers to do reading, homework and practice the skills they are learning in a real-world environment during the weeks of training. I also usually conduct training during the time the Center is open or during the hours I need volunteers the most. If the Center is only open daytime hours, hold the trainings then. If they can get to a training during the day, they will more than likely be able to volunteer during the day. If you need volunteers for evening shifts, hold the training then.

You can be very creative in your training formats. Just don't skip on the numbers of hours. Try a variety of formats and see what works best in your community and your Center. You are limited only by your own creativity and covering the content you need to cover.

How many trainees make a good training?

Taking in account the time it takes to facilitate this training, the experiential nature of the training and post-training attrition, a minimum of 10 people is what I usually strive for when recruiting for a training class. Of course the conditions and needs of your Center will dictate the numbers. I know many Centers are small and do not usually have large training classes. With this in mind, I designed the Equipped To Serve training manual to also be used as a self-study program.

This computer-based training program walks your volunteers through the Equipped to Serve Volunteer Training manual on their own. The program includes video introductions and content reviews by co-author Cyndi Philkill and interactive exercises so trainees can practice the skills they are learning. The Self Study Training consists of 3 CDs. The first 2 CDs are the training program and the 3rd CD contains all the worksheets, checklists, instructions, and answer sheets both trainee and supervisor will need to complete the program.

On-The-Job Training is the program by which you take your volunteers from the training class to the counseling room. This includes orientation of volunteers to the administrative and record keeping systems of your client service program. This also includes review of the Seven Fundamentals, homework, manuals exercises and role-play.

 For On-The-Job Training ideas go to the Newsletter page and review ideas in our posted Newsletters.

In-service training is the ongoing training process for volunteers. It is often hard to require attendance at in-services from volunteers yet it is an important component of your training program. In-service training keeps your volunteers at peak efficiency and allows Pregnancy Center staff to reach the maximum number of volunteers in the shortest amount of time.

I have found the best way to get volunteers to attend in-services is to involve them in the planning and execution of in-service trainings. Ask volunteers what they need and want in their in-services. Take surveys, have informal conversations and observe their needs as you watch them work and supervise their efforts. Ask volunteers when would be the best time and possible location(s), if that would make a difference in attendance. If your Center is downtown and parking is a problem, try having in-service trainings at a church that is central to where volunteers live. Make it as easy as possible for them to come and give them a compelling reason to be there.

Scheduling and advertising in-services takes persistence and creativity but your efforts will be rewarded when more volunteers show up for the in-services. Try scheduling all your in-services a year in advance with topics advertised as far in advance as you can possibly plan. Put attending in-services on volunteers job descriptions and highlight this responsibility when you are interviewing and screening volunteers. Advertise often and creatively. Always advertise the in-service training topic, activities, possible guest speakers, what volunteers will learn, and why they should come!

Suggested Outline of Events for a Typical In-service: (2 hours)

For Inservice Training ideas go to the Newsletter page and review ideas in our posted Newsletters.

Click here for a list of training resources. Here you will find books and web sites that might be helpful to you as you begin to plan for your next in-service or basic volunteer training.

ETS Manuals, Power Point CD & Self Study Program

Volunteer Training Manuals in English & Spanish

Power Point Visuals for Classroom Training

Leader's Manual

Self Study Program

To order click here.